Page 4 : Understanding Compensation and Benefits: A Comprehensive Guide

Spotlight

07/05/2026

GLP-1 drugs on your plan: coverage rules that contain cost without revolt

Learn how to design sustainable GLP-1 employer coverage, including eligibility criteria, prior authorization, behavioral pairing, vendor strategy and three-year cost modeling for obesity and type 2 diabetes benefits.

Location-agnostic pay: the hidden cost of killing your geo-differentials

Salary Structures

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07/05/2026

Location-agnostic pay: the hidden cost of killing your geo-differentials

Learn how geographic pay differentials, flat national pay and tiered metro models affect total compensation cost, internal equity and relocation policy, with concrete examples, math and sample geo-factor guidance for total rewards leaders.

How leading companies design the best work life balance through flexible benefits

Explore how companies with the best work–life balance design flexible benefits, hybrid work models, PTO, mental health support, and parental leave to create sustainable wellbeing and stronger retention.

by Rebecca O'Donnell

ISS and Glass Lewis extend pay-for-performance to 5 years: what changes for grant design

Performance-Based Pay

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29/04/2026

ISS and Glass Lewis extend pay-for-performance to 5 years: what changes for grant design

Learn how ISS and Glass Lewis have shifted to a five-year pay-for-performance lens, what it means for executive compensation design, and how boards can stress test grants, improve disclosure, and manage Say-on-Pay risk.

Pay equity audits that hold up in court: a defensible methodology

Learn how to run a defensible pay equity analysis that legal counsel supports, from scoping and regression controls to remediation budgeting and disclosure choices.

How thoughtful office parties can become powerful non monetary rewards

Discover how to turn office parties and holiday events into strategic non monetary rewards that boost engagement, retention, and company culture, with data-backed insights for HR and rewards leaders.

401(k) plan fees benchmarking: what counts as reasonable in 2026

Learn how to benchmark 401(k) plan fees under ERISA, avoid fee litigation and document a prudent fiduciary process using credible market data, clear governance routines and transparent participant communication.

Total rewards transparency: when showing the whole pie backfires

Compensation Policies

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03/05/2026

Total rewards transparency: when showing the whole pie backfires

Why most total rewards transparency efforts backfire, how the 120% trust cliff works, and how to design compensation policies and benefits that employees actually believe.

Thoughtful birthday wishes to a colleague that strengthen recognition at work

Discover how thoughtful birthday wishes to a colleague can strengthen recognition, support total rewards, and boost engagement, with practical ideas for HR and managers.

Massachusetts starts fining non-compliant job postings: the first real pay transparency stress test

Learn how Massachusetts pay transparency enforcement works in practice, from Notices to Cure and two-day response windows to escalating fines, coverage thresholds, and practical audit steps for compensation teams.

How to make a happy 10 year work anniversary a powerful recognition milestone

Learn how to turn a happy 10 year work anniversary into a strategic recognition moment with aligned rewards, leadership appreciation, and learning paths that boost retention and engagement.

by Charlotte Bernier-Wells

Future of Work

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04/07/2026

How employee experience consulting is reshaping compensation and benefits for the future of work

Learn how employee experience consulting is reshaping compensation and benefits, from data driven rewards design and hybrid work pay decisions to technology, employee listening, and future ready total rewards strategies.

How outdoor team building boosts wellness benefits and real engagement

Learn how to position outdoor team building as a core wellness benefit, with evidence based design tips, inclusive activities, ROI metrics, and a practical HR playbook.

Pay transparency laws by state: the 2026 compliance map

Learn how pay transparency laws by state affect job postings, remote roles and internal promotions, with key statutes, thresholds, penalties and practical compliance examples for compensation leaders.

Retention without sign-on bonuses: what actually sticks

Practical employee retention strategies for HR and managers, from recognition design to stay interviews, counter offers, career paths and flexible work policies.

How thoughtful happy birthday wishes to a colleague strengthen workplace recognition

Learn how thoughtful happy birthday wishes to a colleague can strengthen recognition programs, support compensation and benefits strategies, and boost engagement and retention with practical templates and data backed insights.

US health benefit costs set to jump 6.5% in 2026: the deductible game is running out

Employer health benefit costs are projected to rise 6.5% in 2026, pushing average spending per worker above $18,500. Learn how income-based contributions, network design, GLP-1 management and ACA coordination can control trend while protecting affordability and equity.

by Vincent Lefebvre

Proxy season 2026: what ISS and Glass Lewis will actually punish this year

Compensation Policies

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21/04/2026

Proxy season 2026: what ISS and Glass Lewis will actually punish this year

Say-on-Pay 2026 guide for compensation committees: how ISS 2025 Americas policies and Glass Lewis 2025 pay-for-performance scorecards affect executive pay design, grant structures, and proxy disclosure.

by Laura Patel

Mercer pegs 2026 US merit at 3.2%. The real story is the 83% spreading it flat.

Performance-Based Pay

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20/04/2026

Mercer pegs 2026 US merit at 3.2%. The real story is the 83% spreading it flat.

Learn how to use your merit increase budget 2026 as a strategic tool for retention, pay equity and performance, with data from Mercer and WorldatWork and practical salary budget governance examples.

Pay transparency laws do not fix pay: structure beats disclosure

Learn why a pay transparency strategy is not the same as a compensation strategy, how salary range disclosure exposes job architecture, and how HR leaders can use transparency laws to build defensible, equitable pay structures.

by Jackson Gonzalez